Developing a Performance Appraisal System

Performance appraisal is an important issue in human resource management and has a significant effect in the performance of an organisation. It is the system of evaluating the performance of employees regarding the accomplishment of their responsibilities and determining their potential to grow and develop. Bias in the evaluation process can affect the accuracy and appropriateness of the performance appraisal. Bias is a serious issue because it affects the ability to make appropriate decisions about the promotion of employees. A performance appraisal system that works to the disadvantage of members of a group can also pose legal issues.

An effective performance appraisal system supports our desire to create a productive, motivated, accountable, reliable, creative, dedicated, and happy workforce.

An effective performance appraisal system strives for as much precision in defining and measuring performance dimensions as is feasible. Some of the major problems with the Darby appraisal system are:

“Performance appraisal is the process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed.” (Youssef, 2012). Performance appraisals can be very effective, by doing them carefully it will improve employee performance. Consistency with the evaluations is an important part of the process. During the evaluation express positive and negative accomplishments from the employee by using examples. Use goals, job related data that support ratings and focus on outcomes the employee can control and work towards. List specific areas the employee can improve on. Also it is important to compliment and show your appreciation to the employee.

First, we need to ask what performance appraisals are. They are “The identification, measurement and management of human performances within an organization.” (GOMEZ-MEJIA, 2010) Performace appraisals are popular and used world wide to measure personal and team performace. Performance management has increased with the gripping economy and having less to do more. Managers have always thought of optimal performance, yet a poorly written performce appraisal has a devistating impact on the employee, the manager, and the company.

One of the most important things in a company or organization is the performance appraisals that are given to the employees, some management and upper management. A performance appraisal can give so much information not only to the employer but also to the employee. There are many different types of performance appraisal out there, also because every job is different the performance for the different. A performance appraisal is important in any company because the employee knows how they are doing well as the management staff. Performance appraisal are also great because it shows it an employee need additional training or show improvement in certain areas that they was having trouble in also if they are ready to go to the next step like a promotion or a raise.

Component of an Effective Performance Appraisal Program. Communication and training are the basic elements of nearly all human resource a activities; however, they are especially important for an appraisal program to be deemed effective. The key components of an effective performance appraisal program include setting job expectations and performance standards, training leadership and employees and developing performance based rewards. An effective performance appraisal program can impact job satisfaction, productively and employee morale. Therefore, implementing a program that meets employer and employee needs affect s overall business success. Job expectations are the performance management begins long before an employee’s first performance appraisal. An employee’s first day on the job is the first chance to establish job expectations. Clarifying job

What is performance appraisals, how are they beneficial or damaging to the key characteristics of an effective system; and how does this system effect one’s own experience as to their own performance evaluation. So, what is performance appraisal, “it’s the evaluation of a person’s performance” (Kelly & Williams, 2016, pg. 92). This performance evaluation helps one’s manager in compiling information as to an employee’s conduct as to their performance and work ethics, through the usage of systematic process that was designed to rate their performance using one’s own

An organizational goals can be attained only when people put their greatest efforts. So the organization has to ascertain whether an employee has contributed his or her best performance. Performance appraisal is an objective assessment of an individual’s performance against well-defined benchmarks. The other terms used for performance appraisal are: performance rating, employee assessment, employee performance review, personnel appraisal, performance evaluation, employee evaluation and merit rating. The performance being measured against such factors as job knowledge, quality and quantity of output , initiative, leadership abilities, supervision, dependability, co-operation, judgement, versatility, health, and the like. Assessment

Performance appraisal system followed in (AL TANMIA) has motivated employees to perform better. More than half of respondents are aware of the importance of performance appraisal system in improving one’s performance.

Basically, performance appraisal is a review and discussion on the performance of an employee with responsibilities and duties. This appraisal is based on the results of the work produced by the employee and not from the employee's personality characteristics. According to Edwin Flippo, he said that “Performance appraisal is a systematic appraisal, periodic, and not partial to the employee excellence, in other matters related to the present job and the potential for a better job”.

Employee performance appraisals can be a company’s best resource or become its worst enemy. This statement is based on the how the system was implemented, documentation of events and the steps taken on the company establishing an appraisal system that is discrete, informative, motivated towards the employee’s success and nondiscriminatory. Many factors need to be considered to perform an accurate performance appraisal that assist in avoiding a valid legal challenge.

The main aim of this essay is to deliberate if the performance appraisal should be treated as a manager 's tool which can be used to assess and control employees or as a method which allows workers to examine their achievement and help them to develop. Both views of the performance appraisal (PA) will be extensively discussed with concrete examples.

Performance appraisal is defined as a systematic and structured system for measuring and evaluating job related behaviours to discover reasons for performance and identify potential for the improvement of an individual, and eventually the performance of the organisation. (Singh, 2015) In this day and age of globalisation, managers tend to extensively use performance appraisals, as a measure of the productivity and effectiveness of the employees. In the case of a positive performance, the manager rewards the employee and on the contrary, the managers can seek to correct the lack of performance. Such exercises, allows the organisation to form a perception about the measures that need to be taken to bolster productivity in the future. Performance appraisals act as a control process for the managers, through which they can monitor the activities of the employees, to ensure they are accomplishing goals, and to correct any significant deviations (Hunsaker and Alessandra, 2008).

Purpose of Performance Appraisal Performance appraisal aims at clarifying the employees work expectation, improving employee development, linking pay with performance and assessing workforce development (Mathus and Jackson, 1998). It makes employees to become aware of the organizations expectations after performance evaluation which helps them in improving their performance (de Waal, 2004). This is further emphasized by Gabris and Ihrke (2000) who found out that the main aim of performance appraisal is the provision of periodic and formal feedback to individual staff members.